In December 2009, the Government made extensive changes to the taxation of employee equity plans.
Equity based long term incentive plans, while not universally permeating the reward of an entire workforce, have a critical place in executive remuneration.
This article is based on material provided to the Productivity Commission in a submission on its enquiry into director and executive remuneration in Australia.
Following the publication of the Productivity Commission’s (PC) Issue Paper on the regulation of director and executive remuneration in Australia in April, a significant diversity of proposals have been submitted to the Commission for its consideration.
This article is based on Egan Associates’ submission to Treasury during the consultation process. It includes the results of further research into the effects of
Employers and employees will be pleased to see that the Assistant Treasurer, the Hon. Chris Bowen MP, has announced a consultation process on the budgeted tax changes in regard to employee share plans.
Egan Associates have observed among Australia’s leading companies significant variation in the manner in which equity based incentives are valued and allocated to senior executives as part of their total reward package particularly in relation to the reward intent understood by boards